SERVICE EMPLOYEES INTERNATIONAL UNION, Local No. 32 BJ, Mid-Atlantic District of Philadelphia, Pennsylvania - AFL-CIO-CLC
Group dental insurance is available on the first of the month following three (3) months of employment and the entire premium is paid by the employee. Details about benefits for these plans are available in the Human Resources Office.
General Claims, Benefit or Dentist Questions: Premier Plan
800-932-0783 x2 - Benefit Services
800-422-4234 - Customer Relations Department
Under Section 125 of the Internal Revenue Code, eligible employees are allowed to pay for Health Insurance Premiums and Medical and Child Care Reimbursements with before-tax dollars, unless you elect to pay with after-tax dollars. (You may revise this election during the year only if a change in family status occurs and for no other reason.) This means you do not pay federal or social security taxes on dollars deducted from your pay. As you become eligible for these benefits and you elect to cover your family, you will become a plan participant of the Saint Joseph’s University Section 125 Plan.Group Life Insurance Coverage
At no cost to the employee, the Employer will provide $75,000 of group life insurance on the life of the employee.
Coverage under this group life insurance plan becomes effective for the employee on the first day of the month coincident with or following completion of his/her 90 calendar day probationary period.
The University offers a choice of Independence Blue Cross/Blue Shield insurance products.
During the term of this contract, the employer will contribute the same amount as Saint Joseph's University staff of available university coverage plans.
Employees who decline enrollment during their first month of eligibility and thereafter desire to enroll must satisfy employer's requirements for membership acceptance.
Member Services: 215-557-7577 or 1-800-626-8144
Member Services: 215-241-CARE or 1-800-227-3114
Website for Keystone or Personal Choice: www.ibx.com
At no cost to the employee, the Employer provides an insured plan of disability income. The plan is designed to provide income if an employee is seriously disabled and unable to pursue his/her regular work for any period in excess of ninety (90) days. Under this plan, the disabled employee is entitled to receive a monthly benefit of sixty percent of his/her regular months earnings up to a maximum of $10,000 per month and a minimum of $100 per month.
Benefits provided by social security disability, workmen's compensation or other benefits are deducted from benefits paid under this long-term disability plan.
Employees are covered by this long-term disability plan on the first day of the month coincident with or following the employee's completion of his/her 90 calendar day probationary period.
An employee receiving benefits under this long-term disability plan may continue participation in the group life insurance and/or medical plan offered by the Employer. Employees will continue to pay their share of the premium while receiving benefits under the long-term disability plan up to a maximum of one (1) year.
Saint Joseph's University is subject to the Pennsylvania Workers’ Compensation Act, which provides for medical expenses and partial salary compensation for valid claims. An employee who is injured in an accident in connection with employment at the University must notify his/her department head within 24 hours of the accident and the department head must file a report with the Office of Human Resources within the next 24 hours.
Medical treatment must be obtained through one of the available WorkNet locations. Additional information can be obtained in the Office of Human Resources.Athletic/Recreational Privileges
The Employer will provide the employees, and retired full-time employees with free family membership to the Sports Complex. Family membership includes spouse and dependent children who qualify as exemptions under the definition of the Internal Revenue Code. Employees receive a fifty percent (50%) discount, and preferred seating, on tickets purchased in advance - for all home Saint Joseph's University basketball games at Alumni Memorial Fieldhouse. All tickets purchased on game day/night will be full price. Saint Joseph's University games played at local, off-campus sites (Palestra, Spectrum, etc.) are not necessarily included at discounted rates. Based on availability, employees can receive four (4) discounted tickets (season/single game). Season ticket holders are given priority. Child Care
Employees who have need for child care may have access to The Children's School at Saint John's Church on a first-come, first-serve basis. This center is a mutual undertaking between Saint Joseph's University and Saint John's Episcopal Church in Bala Cynwyd. Credit Union
The Employer provides the opportunity for credit union membership. Members can save regularly through payroll deductions and also have the opportunity to borrow at moderate interest rates. Applications and brochures describing this benefit are available in the Human Resources Office.
Tuition Benefits (Employee)
After three (3) months employment full time union members who meet admission requirements may enroll in undergraduate courses at Saint Joseph's University without tuition cost to a maximum of nine (9) credits per semester (Fall, Spring, Summer) or graduate courses up to a maximum of six (6) credits per semester. The number of courses may not be accrued to carry over from semester to semester or year to year. Fees are not included in the tuition remission.
Employees may take classes during the day only if their working schedule prevents attendance at University College classes, and upon written approval from their department head. The approval must also state when the employee will compensate for the time away from his/her job.
According to current government regulations, tuition remission for education is not included in an employee's taxable compensation.
Applications for this benefit are available in the Human Resources Office and must be completed prior to the beginning of the semester.
To remain eligible for tuition remission, satisfactory academic progress and full-time employment must be maintained. When full-time employment terminates, tuition benefits will continue through the term which may then be in process, but will not continue into the term which begins after notice of employment termination has been submitted.
Tuition Benefits (Family)
Spouses and dependent children (who qualify as exemptions under the definition of the Internal Revenue Service Code) of full-time employees are entitled to attend Saint Joseph's University on an undergraduate tuition scholarship (excluding fees) after four consecutive years of employment.
Tuition remission for graduate courses will be granted at the University College rate.
Tuition remission for spouses and dependents of employees for education below the graduate level is not included in an employee's compensation. Tuition remission for spouses and dependents of employees for graduate level courses is fully taxable as compensation to an employee and subject to all payroll withholdings.
Applications for this benefit are available in the Human Resources Office and must be completed prior to the beginning of the semester. A copy of the portion of an employee's Form 1040 listing dependents must be attached to the application.
Because a portion of the taxpayer's tax dollar is earmarked for aid to education, the Employer avails itself of any government or private aid to which it is entitled before granting tuition scholarships with its own limited funds. The Financial Aid Office will determine whether candidates for Family Tuition Benefits qualify for federal or state aid. Those who qualify are required to complete a Parent's Confidential Statement.
Normally, the Employer does not provide books through the Family Tuition Benefits Program; however, an allowance for books can be secured if the candidate is a recipient of government or private financial aid, the funds from which will be used before Employer funds apply.
The Employer does not grant the employee cash or other benefits from the Family Tuition Benefits Program.
To remain eligible for tuition rebate, satisfactory academic progress and full-time employment must be maintained. When full-time employment terminates, tuition benefits will continue through the term which may then be in process, but will not continue into the term which begins after notice of employment termination has been submitted. Spouses and dependent children of full time employees qualify and enroll receiving full or partial tuition scholarships, will be extended if an employee dies. The continuance of this benefit will be two (2) semesters and one (1) full year.Employee Counseling Assistance Program
Employees can utilize the Counseling and Personal Development Center for the purposes of consultation and referral. The center staff, made up of licensed psychologists and an alcohol and other drug specialist, has information about a wide variety of resources and services available in the surrounding metropolitan area. Consultation and referral service is free of charge. The Center is located in 238 Campion (ext 1090). Retirement Plan Regular Retirement Plan
Beginning on the first day of the month following employment, employees may participate in the Regular Retirement Plan and have contributions directed to TIAA-CREF, and/or The Vanguard Group of Investment Companies.
Beginning on the first day of the month following the employee's completion of one year of service, the University will contribute 7 percent of the regular salary of each participating employee. In addition, the University will match the contribution of each participant who has satisfied the one year requirement, up to a maximum of 3 percent. The employee may contribute an amount in excess of 3 percent within the limitations of the Internal Revenue Code.
Note: Employees, who are currently participating with Lincoln Investment Planning, Inc. may continue to do so. Lincoln Investment Planning, Inc. is not available to employees who are not currently investing with them.
Supplemental Retirement Plan
Employees may begin participation in the Supplemental Retirement Plan on the first day of the month following employment by making tax deferred contributions direct to TIAA-CREF, and/or The Vanguard Group of Investment Companies. The University does not contribute to this plan. Booklets describing these plans and the various investment options are available in the Human Resources Office.
In the event of the death of a member of the employee's immediate family (parent, spouse, child, brother or sister) the employee, upon request, will be granted time off with pay, up to a maximum of three (3) days, for the purpose of arranging for, or attending the funeral.
In the event of the death of a member of the employee's family (grandfather, grandmother, grandchild, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, or any relative residing in the household of the employee), the employee, upon request, will be granted time off with pay, up to maximum of two (2) days for the purpose of arranging for, or attending the funeral.
Proof of death may be required by the Employer before any leave hereunder is granted. Notification by the employee by his/her supervisor is required before any leave hereunder can be granted.
In the event of a death in the immediate family while the employee is on paid holiday, vacation or other leave, paid bereavement will be added to such other paid leave.
Employees will not be entitled to bereavement leave during their three (3) month probationary period. Employees, during probationary period, may take leave of absence without pay.
To outline the conditions under which an employee may request time off without pay for a limited period with job protection and no loss of accumulated service provided the employee returns to work.
A family and/or medical leave of absence shall be defined as an approved absence available to eligible employees for up to twelve weeks of unpaid leave per leave under particular circumstances that are critical to the life of a family. Leave may be taken: upon birth of the employee's child; upon the placement of a child with the employee for adoption or foster care; when the employee is needed to care for a child, spouse, or parent who has a serious health condition; or when the employee is unable to perform the functions of his or her position because of a serious health condition. Employees who take leave for the birth of a child or because of their own serious illness must substitute all accrued sick and vacation time for all or part of the twelve weeks of leave. Employees who take leave for adoption or foster care of a child or to care for a spouse, parent or child with a serious illness must substitute all accrued vacation time for all or part of the twelve weeks.
The provisions of this policy shall apply to all family and medical leaves of absence except to the extent that such leaves are covered under other paid employment benefit plans or policies for any part of the twelve weeks of leave to which the employee may be entitled under this policy. In other words, if an employee is entitled to paid leave under another benefit plan or policy, the paid leave will run concurrently with leave under this policy. If any of the twelve weeks of leave under this policy re main after all available paid leave is exhausted, then the remaining leave will be unpaid.
To be eligible for leave under this policy an employee must have been employment for at least twelve (12) months in total, and must have worked at least 1250 hours during the twelve (12) month period preceding the commencement of the leave. Employees m ay take a maximum of twelve (12) weeks Family and Medical Leave during a twelve month period to be measured backwards from the first day of leave requested.
Exception: A salaried employee who is among the highest paid ten percent of the University's employees may not be entitled to reinstatement if substantial economic injury to the University would result. In this situation, however, the employee would be notified that reinstatement may be denied and, when it is determined that keeping the job open would result in substantial economic injury, the employee on leave will be given an opportunity to return to work immediately or at the expiration of any paid leave to which the employee otherwise may be entitled.
Basic Regulations and Conditions To Leave
1. The university will require medical certification to support a claim for leave for an employee's own serious health condition or to care for a seriously ill child, spouse, or parent. The medical certification must include the information set forth in Section 7. 2. of this policy. In its discretion, the University may require a second medical opinion and periodic recertification at its own expense. If the first and second opinions differ, the University, at it's own expense, may require the binding o pinion of a third health care provider, approved jointly by the University and the employee.
2. If medically necessary for a serious health condition of the employee or his or her spouse, child or parent, leave may be taken on an intermittent or reduced leave schedule. If leave is requested on this basis; however, the University may require the employee to transfer temporarily to an alternative position which better accommodates recurring periods of absence or a part-time schedule, provided that the position has equivalent pay and benefits.
3. Spouses who are both employed by the University are entitled to twelve weeks of leave each for the birth, adoption or foster placement of a child or the care of a sick parent.
4. Time off due to a job-related illness or injury that has resulted in a serious health condition will be applied to an eligible employee's leave under this policy.
Notification and Reporting Requirements
When the need for leave is foreseeable, such as the birth or adoption of a child, or planned medical treatment, the employee must provide reasonable prior notice, and make efforts to schedule leave so as not to disrupt University operations. In cases o f illness, the employee will be required to report periodically on his or her leave status and intention to return to work.
Status of Employee Benefits During Leave of Absence
1. Employees on leave are entitled to the continuance of group health coverage under the same conditions they received coverage prior to the leave. To continue health insurance, an employee must arrange to pay the employee's contribution, if any, to the total premium during the period of unpaid absence.
2. Life Insurance and Long Term Disability Insurance will be continued during periods of family and medical leave.
3. Benefits based upon length of service will be calculated as of the last paid work day prior to the start of the unpaid leave of absence.
1. An Application for Family and Medical Leave of Absence must be originated by the employee. If the University learns that leave is being taken for a purpose set forth in Section 1, the University may designate the leave as Family and Medical Leave under this policy regardless of whether the employee submits an application. The application should be completed in detail, signed by the employee, submitted to the department head for proper approval and forwarded to the Human Resources Department. If possible, the application should be submitted thirty (30) days in advance of the effective date of the leave.
2. All requests for family and medical leaves of absence due to illness will include the following information attached to a completed Application for Family and Medical Leave of Absence:
(a) For purposes of leave for an employee's illness, a sufficient medical certification signed by a health care provider stating 1) that the employee is unable to perform the functions of his or her position; 2) the date on which serious health condition commenced; 3) the probable duration of the condition; and 4) the appropriate medical facts within the knowledge of the health care provider regarding the condition.
(b) For purposes of leave to care for an ill child, spouse, or parent, a sufficient medical certification signed by a health care provider stating 1) the date on which the serious health condition commenced; 2) the probable duration of the condition; 3 ) the appropriate medical facts within the knowledge of the health care provider regarding the condition; and 4) an estimate of the amount of time that the employee is needed to provide such care.
In the case of a medical certification for intermittent leave or leave on a reduced leave schedule for planned medical treatment, the dates on which such treatment is expected to be given and the duration of such treatment must be stated.
3. To return to work, a certification from a health care provider that the employee is able to resume work is required.
4. Within two (2) business days (absent extenuating circumstances) of receiving the information necessary to determine whether the leave is being taken for a reason allowed under this policy, the University will complete and return to t he employee a Response to Request for Family and Medical Leave form.Holidays
Holiday Schedule Facilities 2016-2017
The Employer shall grant the employees, covered by this Agreement, twelve (12) paid holidays plus two (2) personal days each calendar year. Holidays will be announced at the start of each fiscal year, and will be based upon the academic calendar. Included as holidays each year will be New Year's Day, Martin Luther King Day, Good Friday, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, the day after Thanksgiving and Christmas Day; the remaining three (3) annual holidays will be announced by the Employer at the start of each fiscal year and will be based upon the Employer's academic calendar. Personal days may be used at the discretion of each qualified employee. If the Employer chooses to designate personal days for other employees, then sick days may not be used on those designated days by Union members.
Two (2) personal holidays may be taken at any time by notifying the employer by telephone a minimum of one hour before start of his/her shift and completing paperwork the next scheduled work day.
Employees shall receive eight (8) hours straight time pay for each of the holidays, except that employees who work in a regularly scheduled basis of fewer than eight (8) hours per day will receive holiday pay based on their regularly scheduled work day and their regular straight time hourly wage.
Work on Holiday
An employee required to work on a holiday shall receive time and one-half (1-1/2) for all hours worked in addition to holiday pay. Straight time shall be paid for holidays not worked.
An employee scheduled to work a shift New Year's Day, Thanksgiving Day, Christmas Day or Memorial Day shall receive double time for hours worked in addition to holiday pay.
If a holiday falls on the employee's normal day off, the employee will take the next scheduled work day off or a scheduled work day throughout the year, provided he/she submits this date to his/her supervisor.
To be eligible for holiday pay, the employees must work their last scheduled work day before, and their first scheduled work day after the holiday, or must have been on an approved paid vacation or personal holiday or a documented (doctor's note) sick day.
Holidays falling on a Saturday or Sunday shall be observed according to the published Employer's schedule.
Employees accepting extended weekend hours will be paid based on the number of hours of personal time taken. (Single day personal days will be charged at ten (10) hours unless otherwise specified in writing by the Employee.)
Sick days will be earned one day per month for each month worked. Employees accrue paid sick days beginning at the end of the probation period. Employees on unpaid sick leave, unpaid leave of absence, or worker's compensation, will not accrue sick time. If an employee uses five (5) sick days or less in a calendar year, a bonus of sixteen (16) hours pay will be given the first paycheck in the following fiscal year. The Employer may choose to advance sick leave for persons on disability if they are long-time employees with good work and attendance records. In the event of a serious illness or accident and under the care of a doctor, the remaining days of sick time during the calendar year may be advanced to the employee.
Accumulate Sick Leave
Eligible employees may accumulate sick leave up to maximum of ninety (90) days. Sick leave days are for use as needs arise due to serious illness or accident. When absence in excess of three (3) consecutive days is occasioned by illness or accident, the employee will be required to furnish the Employer with a certificate from a licensed physician stating that the specific absence and length of such absence was due to an illness or accident.
In case of extended illness, an employee has to use all accrued sick leave, earned vacation time may, at employee's option, be substituted for sick leave. Unused sick leave, however, may not be converted to over-extend vacation or holiday leave unless employee is, in fact, sick, and produces physician's certificate upon Employer's request. Holidays occurring during an employee's sick leave will not be computed as a working day against that leave.
Accumulated Sick Leave
Accumulated sick leave is not reimbursable to the employee upon termination of employment.
Employees accepting extended weekend hours will be paid according to number of hours taken. (Single day sick time will be charged at ten (10) hours per day unless otherwise specified in writing by the Employee.)
Employees who call in sick must do so one (1) hour prior to the start of his/her shift.
The Employer shall grant vacations to its employees, covered by the Agreement. Employees earn vacation on a prorated basis and will not accrue vacation time if an employee is off more than thirty (30) days unpaid leave of absence in the preceding year. Employees accrue vacation when using paid sick leave and worker's compensation in accordance with Article XXXVI, Section 2. Employees who are in its employ of June 1 in accordance with the following schedules:
- Employees who as of June 1 shall have less than one (1) year but more than three (3) months service with the Employer shall receive four-fifths (4/5) of one (1) day of paid vacation for each month worked prior to June 1. Should application of this formula result in an employee being entitled to a fraction of a vacation day, an additional vacation day shall be granted if the fraction is below 0.5.
- Employees who on June 1 have one (1) full year of service but less than five (5) years continuous service, shall receive two (2) weeks paid vacation.
- Employees who on June 1 have five (5) years, but less than ten (10) years continuous service, shall receive three (3) weeks paid vacation.
- Employees who on June 1 have ten (10) years, but less than twenty (20) years continuous service, shall receive four (4) weeks paid vacation.
- Employees who on June 1 have twenty (20) or more years continuous service, shall receive five (5) weeks paid vacation.
If a holiday, which is granted as a day off with pay, falls in a vacation period, an extra day of vacation is allowed. Vacation time is earned, on a prorated basis, between June 1st and May 31st.
Vacation shall be scheduled in accordance with seniority provided it does not interfere with the normal operations of the Employer. Vacation requests will be made two (2) weeks in advance to supervisors. Vacation requests are not valid unless approved and signed by your supervisor and submitted to the Facilities main office.
One week's paid vacation shall be based upon the employee's regularly scheduled weekly hours of work and his/her straight time hourly wage.
Vacations must be taken, as stated above, and extra pay in lieu of vacation shall not be allowed. Earned vacation will be paid on a prorated basis upon termination of employment. Up to five (5) vacation days may be carried over to the following year for extenuating circumstances upon approval from the Director of Facilities Management.
When requested, vacation pay will be provided to union employees prior to their taking vacation. Vacation is defined as five (5) consecutive days. Vacation pay will be received on the employee's last working day.
Employees accepting extended weekend hours will be paid based on the number of hours of vacation time taken. (Single day vacations will be charged at ten (10) hours unless otherwise specified in writing by the Employee.)
Any employee who is called for jury duty service or subpoenaed as a witness shall be excused from work for the days on which he/she serves and he/she shall receive, for each such day on which he/she otherwise would have worked, the difference between his/her regularly scheduled hours times his/her straight time hourly wage and the payment he/she receives for jury service or as a witness. The employee must present proof of service and the copy of amount received. This benefit will be provided by the Employer up to a maximum of three (3) weeks per calendar year.
If an employee is required, as a member of any armed forces or national guard or reserve unit, to attend reserve training or encampment, he/she shall be granted up to ten (10) days off. They shall receive, for each such day on which they otherwise would have worked, the difference between their regularly scheduled daily hours times their straight time hourly wage and the payment he/she received for military service. The employee must present proof of service and the amount of pay received therefore.Leave of Absence Without Pay
A leave of absence without pay may be granted by the Employer to an employee, provided that such request for leave. is substantiated by a good reason. All such requests must be submitted to the Director of Facilities Management at least two (2) weeks prior to the commencement of such leave.
Medical and Group Life Insurance
The Employer will continue to pay its share of the medical and group life insurance plans on behalf of any employee taking such leave for a period not to exceed thirty (30) days from commencement of such leave.
Leaves and Credited Service
If an employee is on sick leave, unpaid leave of absence or worker's compensation for more than three months, the amount of time off over three months will not be credited for calculating service at the University for sick, vacation and tuition benefits.